Proximal outcomes of socialization
- Social ID
- Motivation
- Role clarity
- Skill acquisition
- Social integration
- Role orientation
Organizational Distal outcomes
- Stronger culture
- ## Higher morale
Organisational socialisation strategies (2)
institutional orientation and Individualised orientation
Institutional orientation
- Context (Formal, Colective)
- Content (Sequential)
- Social (Serial mentors -> tutors)
- Divestiture (deval. of prev. knowledge)
Individualized orientation
- Informal
- Individual
- Non sequential
- Variable
- Disjunctive
- Investiture
Facilitators of socialisation and integration (2)
Mentor (more senior) - a guide and support from a senior in the org
Buddy (more informal) - Peer that supports the new person during the integration period
Who is onboarding addresssed to?
- All staff
- Undergraduate interns
- People returning from career breaks
- Long-term absence
- Maternity leave
- Department changes
- Expatriate duties
Basically people in the staff already, those who want to work in
Who should be doing the onboarding?
- HR manager
- Direct manager
- Security chief
- Buddy
- mentor
- training representative
Eeveryone that is relevant for the position that this person is going to be aware of
What is the role of HR in on boarding?
- Define the induction policy
- Design an induction program
- Implement parts of induction
- Evaluate the induction program and courses
Common errors in IAS programs and their impacts
- Forget the employee right after admission, causing feelings of abandonment
- A quick welcome and immediate dispatch to the workstation, causing feelings of not belonging
- Assigning very simple tasks, causing low professional self esteem
Assigning very complex tasks, causing high anxiety that can inhibit learning
What is the difference between training and development?
Training is focused on the gaps related to employee role, short term focused, and is one of the development activities.
Development is long term, all activities aimed at improving and enriching individuals in alignment with needs and objectives of the org.
Strategic role in training and development
- Employer branding, motivation and engagement
- Talent attraction and retention
higher know how - performance improvement
- creativity and innovation
- organisational performance
- change management
- creating value based culture
Theories of learning and training
- Trainee should be motivated to learn
- trainee should be able to learn
- learning can be reinforced
- training should encourage the practice
